Wondering why your co-workers admire your boss’s leadership skills but you’re just not feeling it? Or maybe it’s the other way around?
Strong leadership can be challenging to define, but because it is crucial for any size organization, it is painfully conspicuous by its absence. And many sources tell us that a main reason people leave a job is due to a poor relationship with the boss.
Here are just a few admired leadership qualities:
- Consistency – You can count on your boss to be reliable, even though you may disagree with them sometimes. There is a certain logic that they adhere to on a consistent basis.
- Integrity – Your boss is genuine and trustworthy. They respect your opinion as well as your privacy and do not speak to other employees about matters you have discussed in confidence.
- Approachability – They are accessible and welcome input from you and all their employees.
- Competency – They have a full understanding of all facets of departmental or organizational operations. They keep “the big picture” in mind and focus their efforts on your department achieving goals and objectives that matter most to all key stakeholders.
How does your boss stack up?
(And if you’re an HR professional, what would your associates have to say about the state of the leadership in your organization?)
No one is perfect, so how do you deal with the imperfect boss? The adage, “It’s not what happens to us, it’s how we deal with it” certainly applies here.
- How do I respond to my boss’s feedback and/or criticism?
- Do I feel like a valued team member or…not so much?
- What about my co-workers – do they feel the same way I do?
Develop a positive attitude
Unhappiness happens not solely because we have a bad boss, but is related to how we view our workplace situation. It really is a matter of our perspective. And no matter what is happening around us, we can always change our perspective and develop a more positive, resilient attitude: it truly is an inside job. So, what to do?
Get an independent perspective
Talk to people you trust, perhaps a neutral party such as a co-worker in another department and ask for their take on the situation. Many companies have confidential assistance programs, a benefit that provides consultation by a skilled counselor at no charge to you that provides you with an independent perspective.
Be proactive and respectful
If you discover that many people in your department share your concerns, brainstorm with them on how your team can address these issues in a proactive and respectful way that can benefit all. Talking to one another may trigger some synergy among your group; chances are others may want to have a conversation too.
Let us know if you have questions about leadership or how you survived (and even thrived!) a not-so-fun leadership experience.